Human: Refer to the skilled workforce in the organisation.

Resource: Refer to limited availability.

Management: Refer to maximise or proper utilisation and make best use of limited resource.

Human Resource Management is the process of recruitment, selection of employee, providing proper orientation and induction, providing proper training and the developing skills, assessment of

employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining proper

relations with labour and with trade unions, maintaining employees safety, welfare and health by complying with labour

laws of concern state or country.

• Human Resource Policies are established by an organization, to support administrative functions, performance management, employee relations and resource planning.

• Human resource policies are the formal rules and guidelines that company put in place to hire, train, assess, and reward the members of their workforce.

Recruitment Selection Employee

Development Policies

Performance Appraisal Policies

Promotion Policies

Employee Welfare Policies

Grievance Handling Policies

• Tata Consultancy Services (TCS) is a multinational information technology (IT) service, providing consulting and business solutions.

• TCS operates in 46 countries.

• It is a subsidiary of the TATA GROUP and is listed on the BOMBAY STOCK EXCHANGE and the NATIONAL STOCK EXCHANGE of INDIA.

• The services provided by TCS are as fallows:

Application development and maintenance; Asset leverage solutions ;

Assurance services; Consulting;

Engineering and Industrial services; Enterprise solutions;

IT infrastructure services ; Business process outsourcing;

• TCS was founded in 1968 by Mr. J.R.D.TATA

VISIONOur vision here at TCS is to glorify Good by providing our clients with exceptional IT services that exceed their expectations, while creating a fun, challenging and rewarding place to work for our employees.

MISSIONThe mission of TCS is to build and maintain healthy IT Platforms that exceed our partners’ expectations. We partner with clients who recognize the significance of technology in achieving their business objectives. We bring to the partnership a portfolio of creative designs, highly skilled consultants, best-of-breed partnerships, and proven approaches to build business critical infrastructures that meet or exceed our client’s expectations.

• Pantaloons, India's premium lifestyle apparel company offers chic and trendy fashion to meet the ever-changing consumer needs.

• Pantaloons reflects the ideology of always keeping alive the 'newness factor' through fashion apparel and accessories that are visually appealing and fashionably unbeatable.

• The first Pantaloons store was launched amidst much fanfare in Gariahat, Kolkata in 1997.

• With a chain of 85 fashion stores across 44 cities and towns, Pantaloons is constantly extending its foot-prints into the rest of modern India.

• Pantaloons which was previously controlled by the Future Group has now been taken over by Aditya Birla Nuvo Limited ['ABNL'].

• Kishore Biyani started Pantaloons India ltd. In 1997

VISIONWe believe to deliver Everything, Everywhere, Every time for every Indian customer in the most profitable manner.

MISSIONWe share the vision and belief that our customers and stakeholders shall be served only by creating and executing future scenario in the consumption space leading to economic development.

• Recruitment is the process of finding and attracting capable applicants for employment.Theresult is the pool of applications from which new employees are selected.

• Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources need even though specific vacancies do no exist.

TCS

PANTALOONS

INTERNAL SEARCH

For Pantaloons ltd, the Managing Director PranabBaura’sdesignation was an internal search for the position of Managing Director.

Recruitment via this method is considered as the most optimum method as it provides the organization with minimum cost and time for the process of recruitment and creates a sense of motivation among the employees.

For TCS, NatrajanChandrasekaran, the CEO of TCS got promoted, prior to which he was the COO and Executive Director of the organization.

The only disadvantage for this method would be missing out new and fresh talent that is available in the market

EMPLOYEE REFERRAL

Pantaloons favor such methods of recruitments for the lower and middle level i.e.

Band 1 and Band 2.

Recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among the people they know.

TCS has a scheme vizBRING YOUR BUDDY with effect from 01.December.2011.

• The purpose of the Bring your Buddy(BYB) scheme is to reward employees for referring qualified candidates who subsequently are hired.TCS provides the referring employee a cash bonus for each successful referral made, in accordance with the provisions stated in this policy.

• The chart below shows the rewards with respect to the position referred.

Employment Agencies Employment agencies are the agencies that helps to find jobs for person seeking employment or assist employers in finding person to fill positions that are open.

Educational InstitutesDuring the placement season, educational institutions, especially the reputed ones turn into hunting grounds for organizations looking for fresh talent.Campus placements at some of the top institutions in the country reflect the condition of the economy and the industry.

Engineering Institutes

(Gujarat Technical University, DAIICT,

VIT)

Management

Institutes

(IIM, Amity)

Design Institutes

(NIFT)

Management Institutes

(AMITY)

Graduate schools

(for Band one staff

INTRESTED APPLICANTS

Candidates send in their applications to the management either through post or e-mail or in person or through the companies website and express their interest in employment with the company.

• The process of choosing the most suitable candidate for a job from among the available applicants is called selection.

• The selection process starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization.

RESUME/CV REVIEW

INITIAL SCREENING INTERVIEW

ANALYSIS of APPLICANT

CONDUCTING TESTS AND EVALUATION of

PERFORMANCE

PRELIMANARY TESTS

CORE & DEPARTMENTAL INTERVIEWS

REFERENCE CHECK

JOB OFFER

MEDICAL EXAMINATION

PLACEMENT

On acceptance

Offer to another candidate

On rejection

Aptitude Test-Mathematics and English related questions

Technical Interview-Core subjects knowledge is examined

Management Review-discussions about the projects taken or at times situational exams

HR ROUND- The interview with the HR manager about the salary and location preference.

CALL LETTER-Offer letter giving the details about the joining date, salary, etc.

Group Discussions-Huge amount of students apply for GD and only the selected students can apply for the further rounds of selection

Written exam-It is not mandatory for all designations, but for designers and MBA graduates it is mandatory

Departmental Interview-Departmental heads conduct these interviews to get an insight of candidates core knowledge.

HR ROUND- The interview with the HR manager about the salary and location preference.

CALL LETTER-Offer letter giving the details about the joining date, salary, etc.

Encouraging employees to acquire new or advanced skills, knowledge, and view points, by providing learning and training facilities, and avenues where such new ideas can be applied.

Training for the new employees (Fresher's)

Training for the new employees (Fresher's)

TCS follows a program called Initial Learning Program (ILP), lead by the Learning & Training(L&T) Department for the new members of the organization.

Training for the fresher’s

JAVA

.NET

C, C++

SAP

MAINFRAM

SOFT SKILLS DEVELOPMENT

Two prilimary tests + FINAL TEST

PASS

PROJECT

FAIL

One month retraining and a last chance to

sustain job

Training for the new employees (Fresher's)

Six months of training

PROJECT

• Performance appraisal can be defined as the process of evaluating the performance of an employee and communicating the results of the evaluation to him for the purpose of rewarding or developing the employee.

• “Performance Appraisal is a formal assessment and rating of individuals by their managers at usually an annual review meeting.”

• The employees performance is closely monitored and assessed during the first year of joining through periodic performance appraisals. At the end of the first year, based on performance appraisals the employee is given an Anniversary review rating, based on which a decision is taken on whether or not the individual is suitable for long term employment in TCS or not.

• The review is rated as below marks:

• TCS is a performance oriented organization and seeks to inculcate a culture of performance excellence in each employee.

• Performance pay is based on the Individual, Business Unit(IBU).

Performance Pay

Monthly Performance

Pay

Quarterly Performance

Pay

Promotion can be termed as an advancement in an employee’s career rank or position in an hierarchical structure.

A Promotion in TCS means that there is a clear rise in the role and responsibilities of the employee. Promotion is depended on the business head/supervisor’s decision and assessment of the employee’s potential and/or performance in a higher role.

Promotion Policy and rules are applied to employees depending upon on their ability of performing work, managing their skills and the level of experience.

Promotion can be. twice a year

• Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages.

• Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration.

• The welfare measures need not be in monetary terms only but in any kind/forms.

COMPANY TRANSPORT

• TCS provides its employees with convince to travel by providing pick up and drop facilities.

HEALTH INSAURANCE SCHEME

• TCS provides medical insurance for the employee and his/her family members and monthly check ups.

FOOD COUPONS

• Food coupons are provided to the employees in order to provide them with quality food and increase the interactions among the employees.

HOLIDAY HOMES•In order to provide the employees with a quality relaxation time with their families TCS, provides the employees with Holiday homes located at various locations across INDIA.

HOUSE RENTAL ALLOWANCES

• HRA is the financial benefit paid by TCS to the employee in order to meet accommodation costs for rent payments.

CAR ALLOWANCES

• TCS provides car allowance as a perquisite to employee’s for certain grades. The employee may use this amount towards monthly payment or for a leased car OR to purchase car of their choice.

RECREATION

• Activities like FRIDAY FUNDAY, QUIZ COMPITIONS, PICNICS , etc are a few recreation initiatives by TCS .

24*7 HELP LINE

• Pantaloons provides a 24*7 helpline that assists its employee for any financial assistance.

MEDICAL LEAVE SHEME

• Female employees can have Maternity leave - 84 days maximum on completion of 160 days.

HEALTH CARE BEEFITS

• Pantaloons provides periodic health checkups for the employee and its family .

RECREATION

Picnics, DJ parties, Quiz ,etc are the activities for the recreation of the employee.

• Employee grievance refers to the dissatisfaction of an employee with what he expects from the company and its management.

• When there is a gap between what the employee expects and what he receives, it leads to grievances.

• Employee grievances may or may not be justified. However, they need to be tackled adequately because they not only lower the motivation and performance of the employee but also affects the work environment.

For TCS the Grievance handling starts with employee registering the complaint in the complaint form as below, then the grievance is considered by the supervisor, management, union or arbitrary third party if needed.

Pantaloons has a grievance committee to be approached by the employee.